Demotion - Disciplinary Clause Samples

The Demotion - Disciplinary clause allows an employer to reduce an employee’s rank, position, or responsibilities as a consequence of disciplinary action. Typically, this clause outlines the circumstances under which demotion may occur, such as repeated misconduct or failure to meet performance standards, and may specify the process for notifying the employee and implementing the change. Its core practical function is to provide a formal mechanism for addressing serious employee issues short of termination, thereby offering both corrective action and an alternative to dismissal.
Demotion - Disciplinary. Whenever an employee is demoted for disciplinary reasons, he/she shall be paid at the top step in the lower range for the position in the lower class to which he/she is demoted.
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Demotion - Disciplinary. Whenever any member is demoted within a rank for disciplinary reasons, the member shall be demoted to the step immediately below the step held at the time of demotion. Whenever any member is demoted to a lower rank for disciplinary reasons, the member shall be demoted to the top step in the lower rank.
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Demotion - Disciplinary. Whenever an Officer is demoted for disciplinary reasons, he shall be paid at 25 the top step in the lower range.
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Related to Demotion - Disciplinary

  • Demotion A demotion shall mean the transfer of an employee to a lower level position of less responsibility as well as salary.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Supported Employment Reporting After the DORS consumer has completed the first month of Supported Employment job coaching and monthly thereafter, ALLOVER HEALTHCARE GROUP shall complete the Employment Service Progress Form (Attachment D). The Form is required each month whether ALLOVER HEALTHCARE GROUP is sending an invoice to DORS or not.